Integrating Performance and Compensation at United Stationers

Integrating Performance and
Compensation at United Stationers
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Sr. Training & Development Analyst
Compensation & Benefits Analyst
+1.847.627.2284
+1.847.627.2416
mschroeder@ussco.com
hjohnston@ussco.comAgenda
.United Stationers -Company Overview
.Performance Management: Areas of Focus
-Goal-setting
-Performance Reviews / Calibration
-Annual Merit Planning
.Future Enhancements / Continued Process
.Open Discussion / QuestionsCompany Overview
.North America's largest broad line wholesale distributor of
business products
-2007 consolidated net sales of $4.6 billion
-70 distribution centers
-Over 30,000 reseller customers
-Headquartered in Deerfield, IL
-Approximately 6,100 associates
.2,200 networked
.3.900 limited or no computer accessAreas of Focus:
.Goal-Setting
.Performance Reviews
.Annual Merit Planning
-Link individual goals to
-Timely completion
-Timely completion
manager's and to
-Consistency across all
-Consistency across all
Company
departments
departments
-Visibility to goal
-Feedback on
-Budget alignment
progress
performance
-Simplify administration
-Accountability for results
-Track and report
performance metricsGoal-Setting: Objectives & Process
.Visibility and linkage between corporate goals, manager's
goals, and individual goals
.Accountability for success
.Directly link goals to performance review
2007
2008
.
Incentive-eligible associates required
.
Exempt associates required to enter
to enter 2007 goals (750+ associates)
2008 goals (1500+ associates)
.
Training:
.
Training:
-Conducted Webinars and Live Training
-Created online training course on
for leadership teams
SMART goals and how to enter in
-Provided user guide and quick
Cornerstone
reference guide
-Provided user guide and quick
reference guideGoal-Setting in Cornerstone
Specifics
Measures
ActionSteps
Realistic
Time-OrientedGoal-Setting in CornerstoneGoal-Setting: Results
.Documented goals for all exempt associates
-2007: 91.9% had goals, 6.3 average number of goals
-2008: 56.6% have goals, 4.4 average number of goals and still
counting!
.Increased discussion and focus on results and expectations
.Supported development of specific and measurable goals
.Provided visibility and linkage between functional goals
and individual goals
-Clarified linkage between individual and corporate goals
th
*Data as of June 12, 2008Performance Reviews: Objectives
.Create consistency by moving all exempt associates to a calendar-year
review period
.Standardized review form, processes, and timing
.Directly link performance reviews to associate goals and provide
performance-based feedback
.Ensure timely delivery of reviews with consistency across all
departments through structured calibration meetings
.Improve record-keeping and allow for a tracking and reporting of
performance metricsPerformance Reviews: Process
2006 Year-End Reviews
2007 Year-End Reviews
.Incentive-eligible associates reviews
.Exempt associates reviews (1500+
(750+ associates)
associates)
.Process:
.Process:
-Manager Review/Calibration
-Self-Review (optional)
-Manager Discussion Acknowledgement
-Manager Review/Calibration
-Associate Discussion Acknowledgement
-Manager Discussion Acknowledgement
-Associate Discussion Acknowledgement
.Training:
.Training:
-FAQ document & quick reference guide
-FAQ document & quick reference guidePerformance Reviews in Cornerstone
1
4
Associate
5
Information
2
Overall
6
Performance
Summary
3